Adecco | Gamification: the new way to hire the right talent

Gamification in Human Resources (HR) facilitates the selection process for both the candidate and the recruiter. In any business, the best decisions should always be made based on your needs. This includes hiring the right talent for the right roles. By introducing gamification in HR, recruiters can bring more efficiency and knowledge to the important task of recruiting. THE Adecco Portugal explains the benefits and how to set up a game-based recruitment process.

It is said that children learn a lot by playing and playing games. A truth that should not be interrupted in adulthood, because games motivate, involve and are part of a process of individual and team growth.

This is why gamification in HR is considered a fundamental strategy to motivate employees and improve business results. In practice, it uses elements present in a game to engage the teams: these are objectives, rules, feedback, voluntary participation and reward. Yes, exactly the subjects capable of stimulating in a competitive, but healthy way, work teams.

If, on the one hand, strategy is a valuable resource for retaining talent by enabling increased commitment and motivation, an expansion of results through the involvement of highly motivated professionals, it is also a powerful technique for recognizing talents and adapt to corporate culture. and in recruiting new people.

There is nothing more stressful than being watched and scrutinized. On the other hand, it is also not easy for the recruiter to judge the characteristics and qualifications of a candidate in just 30 minutes.

Gamification in HR facilitates the selection process for both the candidate and the recruiter. And more and more companies are using gamification in HR to help identify candidates best suited to the needs of the business. Creating a game may seem like a daunting task, but in reality, it is quite simple to implement games that help the company attract talent.

According to a report by ReportLinker, the global gamification market was valued at $6.8 billion in 2018 and is expected to grow at an impressive annual rate of 32%, which is expected to reach $40 billion by 2024”. The frequency with which companies are adopting gamification for multiple purposes, including recruitment, is increasing.

HR gamification in recruitment processes allows candidates to show their value and skills. And HR managers can better assess talent. A game can go through behavioral quizzes, industry challenges, business-related tasks, and more.


Finding and recruiting top talent, especially in today’s environment of full technical employment, may not be an easy task. Recruiters can use gamification to save time and increase their chances of hiring the right person for the job opening. The key is to implement the right style of play that pre-qualifies the best candidates.

When considering recruitment games in the HR gamification strategy, one can choose between familiar models or personalized games:

  • Model-based game. Simply add company content to existing game templates. Plug-and-play interfaces combine gaming with the organization’s brand and content. This option allows for minor customization at a lower cost.
  • custom games. Especially useful for businesses looking for deeper, bespoke environments, settings, and characters.

Both options are proven to attract new talent, assess skills and personalities, and help make better hiring decisions than traditional recruiting methods.



It’s easy to lie or brag about your skills in a job interview. On the contrary, it is difficult to distort a deep knowledge on a subject or a solid performance during an analysis. gamified.

By creating “Trivial” games, word games or matching games, recruiters can understand what candidates know about their industry, products or processes. If you’re looking for someone with very specific skills, you should ask specific questions, timing the response to make sure the interviewee isn’t looking for information. on line.

If the selection process is more focused on understanding the general skills candidate, it’s best to try a choice game, similar to a “choose your own adventure” book. It is ideal for testing skills in sales, negotiation, communication, empathy and problem solving. Analyzing player performance gives a clear picture of their behavioral tendencies and reveals whether or not they are a good fit for the company.


With gamification, a complete assessment of candidates is done in a few hours. Many games adapt to the performance of the player, showing them where they are and giving them a sense of accomplishment, regardless of their level. Most are designed to start with easy questions/scenarios and increase/decrease the level of difficulty as players progress.

By creating these selection games, candidates are more involved and a better understanding of their personality, behavior, preferences and thought processes can be gained.


Once the recruitment game is over, the recruiter will be able to identify who is really interested. A well-constructed game should include challenging questions about relevant material and provide feedback concrete, so the responder knows if they were right and/or how their decision affected the virtual scenario. For example, a customer service company might ask specific questions about products or processes, or describe how employees would handle a dissatisfied customer. Whoever completes the game demonstrates a level of commitment, indicating motivation to work for the company.

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